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CHAPTER – 4

RECRUITMENT & TRAINING IN EME

4.1 Commissioning in Indian Army76

Every year thousands of candidates apply to become officers but only a

select few actually make it. Aspiring candidates can join right after school or after

graduation. Details are enumerated in succeeding paragraphs.

4.1.1 Permanent Commission

A permanent commission means a career in the army till retirement. This

can be obtained through following:-

(a) National Military Academy (NDA), Pune. The three year NDA

course develops one holistically as a person and transforms him into a

Gentleman Cadet. NDA houses some of the finest infrastructure for

professional army training in the country. NDA also offers 31 extracurricular

activities to choose from, including aero modeling, golf, sailing, gliding and

many more such avenues. One can clear the NDA entrance exam while in

class XII, the next step is a Service Selection Board (SSB) interview, which

will last 5 days. The last step in the process is a medical test. After this, one

has to wait for 10+2 results and NDA merit list.

(b) Indian Military Academy (IMA), Dehradun. Here is yet another

cradle of leadership that trains its men to lead from the front. The IMA, like

the NDA is also equipped with the finest infrastructure and the training

resources in the world. IMA lays stress on all around development and there

are activities like adventure sports, river rafting, para jumping and many

more. Admission can be taken in final year of college by clearing the

Combined Defence Service exam. A Gentleman Cadet (graduate from

NDA) or a technical engineering graduate, training at IMA will last one year.

Alternatively under the graduate direct entry scheme (if a graduate in any

other stream) training will last one and half years.

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72

(c) Technical Entry scheme. An individual can also apply after passing

the 10+2 examination with at least 70% marks in Physics, Chemistry and

Maths. If one meets the eligibility criteria, he will be sent to the SSB. After

the SSB interview, the Recruiting Directorate will put up a merit list. The

selected candidates are inducted for one year basic military training at IMA.

This would be followed by a four year degree course in engineering from the

Military College of Telecommunications engineering Pune/ Military College

of Electronics & Mechanical Engineering Secunderabad. The total duration

of training is 5 years. On completion of 4 years training, commission in the

rank of Lieutenant is granted.

4.1.2 Short Service Commission77

Short Service Commission in Army is granted for 14 years i.e for an

initial period of 10 years extendable by a further period of 04 years for both

men and women. However, male officers who are willing to continue to

serve in the army after the expiry of period of ten years may, if eligible and

found suitable in all respects, be considered for the grant of Permanent

Commission in 10th year of their service. The Short Service Commission is

granted from following training institutions:-

(a) Officers Training, Academy (OTA) Chennai. The existing

selection procedure is simple. A written exam is followed by the SSB

interview and medical tests. It is slightly different for Technical graduates

(Engineering Graduates). They don‘t have to take the written exam. Once

application is screened and short listed by the Army Headquarters, they can

directly go in for the SSB interview and medical examination. Once in OTA,

their training will last approximately ten months.

(b) SSC Women Technical/ Non Technical. The Indian army

takes special pride in its women officers who are second to none when it

comes to leadership qualities. Indian Army recruits women officers through

the Short Service Commission. They need to be a graduate/ post graduate

in order to apply. The Recruitment Directorate of the Army Headquarters will

initially screen all applications for Technical Stream (BE/ B Tech). However,

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for the Non Technical stream and specialist streams, the applications are

routed through UPSC. Individuals are required to go through a Combined

Defence Service Exam. If short listed, they appear for the SSB interview.

On selection, they get trained at OTA, Chennai.

4.1.3 Technical Entries

Army also has various entry schemes for technically qualified

candidates. These are elucidated below:-

(a) University Entry Scheme (UES). Final and pre final year

students undergoing Degree Engineering Courses are eligible to apply.

Short listed candidates are required to qualify in the Service Selection

Board tests. Selected candidates are put through one year training at IMA,

Dehradun, before being commissioned. On commissioning, two years ante

date seniority is granted.

(b) Technical Graduate Course (TGC). BE/ B Tech qualified

candidates in notified streams of engineering are eligible under this scheme.

They are required to undergo one year pre commission training at IMA,

Dehradun. On commissioning, two years ante date seniority is granted.

(c) Short Service Commission (Technical). Engineering Degree

qualified candidates (Men) are eligible under this entry scheme. Selected

candidates will be required to go through 49 weeks of training at OTA,

Chennai, on completion of which they would be granted short service

commission in the army for 14 years, i.e for an initial period of 10 years

extendable by a period of further 4 years. Officers desirous of leaving the

service after completion of 5 years may during the fifth year of service apply

for release. An ante date seniority of two years is granted.

4.2 Recruitment Strategies: Other Ranks

At present planning and provisioning of manpower is the

responsibility of Adjutant General Branch at Integrated Headquarters of Ministry of

Defence (Army). The methodology of calculation of manpower demands is

comprehensive, but complex. It is based on the format of service structure. This

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also leads to errors which get magnified subsequently and results in troughs and

peaks. The demand –supply system has certain inbuilt redundancy and flexibility to

absorb turbulence. This manpower requirement will be subject to mid course

reviews and correction. In order to attenuate the peaks and troughs caused by

fluctuations in the yearly recruitment demand, a five year forecasting model, based

on a two year recruitment cycle has been introduced. The system works by

forecasting the manpower demand for the next five years and working out the

yearly average for this block of five years. The recruitment vacancies for the first

two years can then be released based on this average figure. This system

provides for amendments on a yearly basis to carry out mid course corrections as

required. In order to understand the existing system of calculating recruitment

demands for Other ranks (OR), it is imperative to understand few terms

associated with recruitment demands. These are:-

(a) Authorised Strength. It is authorisation of personnel to a Unit/

formation/ establishment under Government sanctions as per provisions of

basic WEs/ PEs. The authorisation includes the basic establishment, first

line reinforcement and impact of footnotes. This is laid down by Staff Duty

(SD) Directorate based on inputs received from respective Record offices.

(b) Actual Strength. It is the physical holding of personnel by a unit/

formation /establishment on ground, on account of basic establishments,

first line reinforcements and impact of footnotes. The recruitment demand78

calculation is indicated at Appendix „B‟. The details of existing trade

structure 79 with authorised versus held strength and deficiency /surplus

personnel in EME is given at Appendix „C‟.

(c) Basic Establishment. It is the strength authorised to a unit/

formation/ establishment on its basic WEs/ PEs and does not include

manpower authorised on account of first line reinforcement and foot notes/

modifications.

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EME Records, Recruitment demand, 01 April 2012 to 31 March 2014. 79

EME Records, Existing Trade structure data.

75

(d) First Line Reinforcement. These are additional personnel

authorised as immediate replacement for casualties suffered due to enemy

action so as to maintain the potential of units fighting arms.

(e) Footnotes. Each WE/PE contains footnotes/ modifications/ general

notes under which additional manpower is authorized for variations to the

standard conductions like role, terrain, strength and equipment.

(f) Composition Table (CT) Units. These are units/ formations/

establishments listed in Part I of the Composition Tables issued vide

Government of India. This manpower also known as CT or CT I manpower

counts towards manpower ceiling of the Army.

(g) Non- Composition Table (Non CT) Units. These are units/

formations listed in Part II of the letter. This is also known as CT II

manpower, which does not count towards manpower ceiling of the Army.

(h) Wastages. This refers to manpower being wasted out/ released

from the Army for any of the reasons stated below:-

(i) Superannuation. Personnel leaving the Army after achieving

the age of retirement as laid down in the terms and conditions of

service as applicable to that rank. Wastages due to superannuation80

during the period 1989-90 to 2012-13 is given at Appendix „D‟.

(ii) Training Wastages. Wastages of trainees may happen for

any reason prior to their attestation. Training wastages 81during the

period 1995-96 to 31 May 2013 are attached at Appendix „E‟.

(iii) Unforeseen Wastages. These include retirement/ pre-mature

discharges on compassionate grounds, death, invalidation, desertion,

and discharge due to disciplinary action. Wastage data due to

compassionate grounds82 for the period 1996-97 to 31 May 2013 is

given at Appendix „F‟, while the unforeseen wastages due to LMC,

80

EME Records, Wastages due to superannuation, 1989-90 to 2012-13. 81

EME Records, Training wastages 1995-96 to 31 May 2013. 82

EME Records, Wastages due to compassionate grounds, 1996-97 to 31 May 2013.

76

deaths, desertions and dismissals83 for the period 1989-90 to 2012-

13 are given respectively at Appendices „G‟, „H‟, „J‟ and „K‘ . The

summarized data on retirements and all wastages is compiled at

Appendix „L‟.

While making the recruitment demand, there are certain salient points which

have to be borne in mind. The following aspects merits due consideration:-

(a) Authorised Strength. While working out the authorised

strength, each Record Office takes the following into account :-

(i) Authorised strength on PE/WE both in CT and non-CT units.

(ii) Authorisation on first line reinforcement and invocation of

footnotes as applicable.

(iii) Manpower provided for General Staff reserve.

(b) Actual Strength. Actual strength of a particular Arm/Service

is calculated by adding up the actual holding on PE/WE both in CT

units and non- CT Units, actual holding of first line reinforcements

and strength held consequent to invocation of footnotes. For the

purpose of determining surpluses/ deficiencies on 31 March each

year, anticipated holdings as on that date are worked out taking into

account the actual strength of recruits passing out on that date less

promotions and the unforeseen wastages.

(c) Availability of Trained Manpower. Availability of recruits is

arrived at by adding up the number of recruits under training as on 31

March of the previous year and the number of vacancies of recruits

released for that recruitment year. The sum total of recruits passing

out in the year and training wastage at a uniform 5% is then

deducted from total availability of recruits to determine the availability

of trained manpower as on that date.

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EME Records, Unforeseen wastages of LMC, deaths, desertions & dismissals, 1989-90 to 2012-13.

77

(d) Net Requirement of Manpower. While calculating the net

requirement, aspects such as affect of promotions, re-mustering into

new trades and re-mustering from contributory re-musterable trades

are also taken into account.

4.3 Recruitment Policy

The Recruitment policy of the Army 84 is based on Recruitable Male

Population (RMP) factor. Details of RMP factor and its implications are discussed

in the succeeding paragraphs:-

(a) RMP Factor.

(i) During pre Independence era, recruitment into Army was on

‗Fixed Class‘― basis except Southern Region where units were having

‗mixed class‘ composition and it was open to All Classes in certain

Arms and Services.

(ii) The broad based recruitment policy was made in 1949 to

abolish class composition based on fixed percentage and recruitment

into the Army was open to all classes.

(iii) Recruitment policy was reviewed after Indo-Pakistan Conflict

1965 to regulate recruitment demands to various states in

proportions to their RMP. It was based on the ages of entry between

17 to 25 years and minimum educational standard of Class V pass.

This was computed as 11.7% of total male population and rounded

off to 10% for ease of calculation, which continues to be even now.

Recruitment demands for ‗All Class, Arms/ Services‘, were then

distributed to Recruiting Zones in proportion to their RMP.

(iv) The present RMP factor for recruitment demands for various

States is based on the General Census 2001. This is basically

aimed at equitable representation of all States.

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ADG Recruiting, Policy compendium on Recruitment in Army.

78

(v) The above policy generates employment opportunity in

Central Government services to all States in proportion to their RMP

through recruitment into Army.

(vi) Out of the 36 States/UTs, 10 major States account for over

75% of RMP as shown in the Table.

(b) Implication. Allotment of vacancies to various States for enrolment

through unit HQ quota incorporating RMP factor has direct bearing on

quantity and quality of recruitment as follows:-

(i) Quality of Recruitment. Based on RMP factor larger and

heavily populated States get major share in terms of number of

vacancies. Statistics show that high response States for priority

candidates like Rajasthan, UP, Bihar get higher number of

vacancies, still a large number of priority candidates do not find place

in the merit due to paucity of vacancies. On other hand low response

States for priority candidates like Gujarat, Maharashtra and

Karnataka are allotted large number of vacancies, due to their high

RMP factor which remains unutilised due to lack of response from

priority candidates from these States resulting in low intake.

(ii) Quality of Recruits. Similar candidates scoring higher

percentage of marks (60-70% bracket) in common entrance Exams

like Haryana, Himachal Pradesh etc do not find place in merit due to

lack of vacancies. At the same time candidates scoring just passing

marks (32%) get enrolled due to very little or no competition amongst

candidates from low response States like Gujarat etc.

4.4 Centralised & Decentralised Recruitment

Recruitment in the Corps of EME is broad based through All India

and All Class. Allotments of such vacancies are made as under:-

Allotment of Vacancies. Vacancies for recruitment in Army are

received by Recruiting Directorate from Manpower Planning

Directorate for a particular recruiting cycle of two years. These

vacancies are allotted for enrolment of any person irrespective of his

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class, region, area etc. These vacancies are further sub allotted as

follows:-

(a) Unit HQ Quota. 20% of vacancies are allotted to various

regiment/ Corps training centres for enrolment under Unit HQ

Quota. Enrolment is based on the priority given to sons / wards

of servicemen, war widows etc.

(b) Recruiting Zone Quota. Balance of all other vacancies is

allotted to respective Zonal/ Area Recruiting Organisations

(ZRO/ ARO) based on RMP factor of supported States.

4.4.1 Open Rally (Centralised System)

Recruitment through application system was introduced in Oct 1987.

Application were invited at HQ Recruiting Zones through means of

advertisements and only eligible candidates were called for participating in

the rallies. Recruitment through application system was later on abolished.

Selection through Open Rally System started from Apr 1988, which offered

better transparency and prevented favouritism. Complete selection process

is conducted in the following stages in which unsuitable candidates are

eliminated at early stage up to conduct of Common Entrance Examination :-

(a) Physical fitness test

(b) Physical measurement test

(c) Detailed Document check up

(d) Medical examination

(e) Aptitude test

(f) Common entrance Exam

(g) Preparation of merit list

(h) Declaration of result

(i) Allotment of Arms/Service

(j) Dispatch to training centres

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4.4.2 Unit HQ Quota Recruitment (Decentralised system).

As per policies issued by Directorate General of Recruiting, the

eligibility criteria for enrolment under Unit HQ Quota are as under :-

(a) Priorities.

(b) Age limit and Educational qualification.

(c) Physical Fitness Standards.

(d) Medical Fitness Standards.

(a) Priorities. No specific priority to sportsmen & outstanding

sportsmen, who may be recruited at the discretion of Centre

Commandant (not exceeding 20% of Unit Headquarters Quota

vacancies, including 2% of meritorious sportsmen in the rank of

Havildar / Naib Subedar. One son including legally adopted son of

serviceman, who dies in war or war like situation during peace time

like Counter Insurgency Operation or while providing aid to civil

authority, will be given instant enrolment as Soldier (General Duty)

without putting him through physical fitness test and written test by

Training Centre under unit Headquarters quota. In case candidate

does not meet the laid down criteria for Soldier (General Duty), he is

given instant enrolment as Soldier (Tradesmen) without any test.

Army Recruiting Offices process the cases of their enrolment as

Soldier Technical /Clerk/Store Keeper Technical/Nursing Assistant

category. The recruitment is to done strictly in accordance with the

priorities of enrolment. The following priorities are given to the

candidates under Unit HQ Quota.

(i) Priority 1 (Own Regiment(Regt)/Corps)- Battle

casualty / Liberalised Family Pension)

(aa) One son of war widow in receipt of liberalized

Family Pension to include legally adopted son.

(ab) Real brother of battle casualty who marries the

widow of the Battle Casualty. For candidates below 21

yrs who are married to widow of deceased, statement

of Case for waiver of Qualitative Requirement (QR) be

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forwarded to Assistant Director General Recruiting

through line Directorate.

(ac) One son-in-law of Battle casualty having no son

to include husband of legally adopted daughter.

(ad) One real brother of unmarried battle casualty.

(ii) Priority 2 (Own Regt/Corps-Disability Pensioners/

Special Family Pensioners)

(aa) In respect of Serviceman who dies in harness,

one son/one legally adopted son or one real brother (if

the serviceman is unmarried) where the widow/next of

Kin is in receipt of Special Family Pension.

(ab) One son/one legally adopted son of Ex-

serviceman or one real brother (if the Ex -Serviceman

is unmarried) in receipt of disability pension more than

20% and the disability is attributed to/aggravated by

military service.

(iii) Priority 3 (Own Regt/Corps-Serving/Ex-servicemen)

(aa) One son of serviceman who died in harness to

include legally adopted son whose death is not

attributed to Military Service.

(ab) One son of serving/Ex-Serviceman to include

legally adopted son.

(ac) One Brother of serviceman/Ex-serviceman.

(iv) Priority 4 (Other Regiment/Corps- Battle casualty/

Liberalised Family Pension)

(aa) One son of War Widow in receipt of liberalized

family pension to include legally adopted son.

(ab) Real brother of Battle Casualty who marries the

widow of the Battle Casualty.

(ac) One son-in-law of battle casualty having no son

to include husband of legally adopted daughter.

(ad) One real brother of unmarried Battle Casualty.

(iv) Priority 5 (Other Regiment/Corps) The priority in

order of precedence is as under:-

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(aa) For serviceman who died in harness, one son/

one legally adopted Son or one real brother (if

serviceman is unmarried) where the widow/next of kin

is in receipt of Special Family Pension.

(ab) One son/one legally adopted son of Ex-

serviceman or one real brother (if the Ex -Serviceman

is unmarried) in receipt of Disability Pension more than

20% and disability is attributed to Military Service.

(ac) One son of serviceman who died in harness to

include legally adopted son whose death is not

attributed to Military Service.

(ad) One son of serving/Ex-Serviceman.

(ae) One brother of Serviceman/Ex-serviceman.

(af) Wards of Territorial Army personnel.

. (b) Age Limit and Educational Qualification. The educational

qualification and age for enrolment into the Army85 is as under:-

Ser

No

Category Age

Limit

Educational Qualification

(i) Soldier

Technical

(Aviation)

17 ½ to

23 Yrs

(10+2/Intermediate with English, Physics,

Chemistry & Maths & 50% marks in

aggregate. Minimum 40% marks in each

subject OR 3 Yrs Diploma in Engg from

recognized Polytechnic.

(ii) Soldier

Technical

17 ½ to

23 Yrs

10+2/Intermediate passed in Science with

Physics, Chemistry, Maths and English

(iii ) Soldier

(General

Duty)

17 ½ to

21 Yrs

Matric/10th/SSLC pass with minimum

45% marks in aggregate and 40 % in

each subject. Persons with higher

education need not have 45 % marks in

matric.

(iv) Soldier

Tradesmen

17 ½ to

23 Yrs

Matric.

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(c) Physical Fitness Standards. All candidates who qualify in

the screening will be subjected to Physical Fitness Test. The

following physical fitness tests will be conducted by the board of

Officers.

Ser

No

Events Timing/Numbers Marks

(a) 1.6 Kms

Run

5 Minutes 40 Secs & below 60

5 Minutes 41 Secs to 5 Minutes 50 Secs 48

5 Minutes 51 Secs to 6 Minutes 05 Secs 36

6 Minutes 06 Secs to 6 Minutes 20

Secs

24

Above 6 Minutes 20 Secs Fail

(b) Pull Ups 10 and above 40

09 33

08 27

07 21

06 16

Less than 6 pull ups is fail

(c) Balance Walk on Zig-Zag balance. Successful in

walking will be declared as pass

(d) 9 ft ditch Jumping of 9 ft ditch having concertina

coil in it. Successful in jumping across

will be declared as pass

Note : A minimum 6 pull ups (under grip) required for the individual

to pass. Less than 6 Pull ups will be considered Fail. Each recruit

must have minimum chest expansion of 5 Cms after rounding off.

The minimum physical measurements desired in the candidates

(state-wise) have been specified and dispensation of 1 cm in

minimum chest measurement has been granted to Soldier Technical

Category of Central Plains.

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(d). Medical Fitness Standard. The medical Examination of

the candidates is conducted by a board of medical officers. Medical

fitness /Medical Standards specified are as under:-

(i) Acuity of Vision – Visual acuity not less than 6/12 each

eye or Right eye 6/6, Left eye 6/24.

(ii) Field of vision – each eye must have full field of vision

as tested by hand movement.

(iii) Squint – Squint of any degree will be a case for

rejection.

(iv) Colour vision test – All recruits except tradesmen

category and ex-servicemen for Defence Security Corps will

be examined for colour perception.

(v) Night Blindness Test – Night Blindness Test for

enrolment of Army is not mandatory.

(v) Hydrocele - Hydrocele is visually a ground for

rejection. However, once the candidate has been operated

successfully, he may be declared fit.

The candidates who are declared unfit permanently by Senior

Regimental Medical Officer of the board are be reassessed at Military

Hospital. Candidate having colour perception (CP-IV) can be enrolled

in cook (U) category in the Army. The following disabilities for which

candidates were previously declared permanent unfit will now be

declared temporary unfit:-

(i) Vericose Vein (Left). (Vericose Vein (Right) already

included earlier as TUF (Temporary Unfit).

(ii) Wax Left Ear. (Wax Right Ear already included earlier)

(iii) Corn Feet.

(iv) Dental Staining.

(v) Dental Braces.

(vi) Tympanoplasty.

Any candidate with a small engraving / tattoo of name or

religious symbol on the inner face of the fore arms or hands and back

part of palm is permitted for enrolment. Candidate having permanent

tattoo on any part of the body are debarred for recruitment.

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4.4.3 Recruiting Procedure to be Adopted

On reporting of the candidates to Regimental Centres, the following

sequence of action will be followed to ensure fair recruitment process.-

Initial Pre-Height Check and Documentation.

Conduct Physical Fitness Test.

Checking of Physical Measurement.

Verification of Documents & preparation of Master Data Sheet card.

.Sports Trial for meritorious sportsmen candidate.

Conduct of medical examination.

Aptitude test for Soldier (Tradesmen) category

Issue of Admit Cards to selected candidates.

Conduct of Common Entrance Exam and Coding of Answer Scripts.

Evaluation of Answer Sheets.

De-Coding of Answer Sheets and Preparation of Final Merit List.

Issue of call letter by the Centre.

Pre-enrolment verification.

Final selection and forwarding of documents to Training Battalion.

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The following documents will be checked during the initial screening

of the documents:-

(a) Marks sheet & Education board Certificate. Marks sheet &

education board certificate issued by recognized State Board of

Education are checked, Below Matric candidates who are entitled

dispensation in education criteria must produce their education

certificate countersigned by District Education Officer (DEO). The

qualifications for different categories are as under :-

(i) Soldier (Technical). 10+2 qualified (with Physics,

Chemistry, Mathematics and English).

(ii) Soldier Technical (Aviation). 10+2 in Science stream

with Physics, Chemistry, Mathematics and English as

compulsory subjects with a minimum of 50% marks in

aggregate and 40% marks in each subjects. OR

Three years Diploma in Engineering (Mechanical/ Electrical/

Electronics/ Automobiles/Computer Science/Electronics and

Communication) from a recognized Polytechnic/Institute.

(iii) Soldier (General Duty). Matric/10th/SSLC pass with

45% in aggregate and 32% in each subjects. Persons having

higher education need not have 45% marks in matric.

(iv) Soldier (Tradesmen). Matric/10th/SSLC simple

pass/ITI except Masalchi & House Keeper trades where intake

qualitative requirement is 8th pass.

(b) Relationship certificate. This is issued by concerned

Records Office duly signed by an officer of concerned Records,

including full details of officer personal No, Rank, Name and

appointment. Office round stamp must be affixed legibly.

(c) Nativity/Permanent Residence Certificate . This certificate

is with photo of the candidate duly attested and signed by State

authorities empowered to issue such certificates.

87

(d) Caste certificate/Community Certificate . This certificate is

with photo of candidate duly attached and signed by authorised state

authorities (Dy Commissioner/Tehsildar/MRO / SDM).

(e) Pre-verification/Character Certificate. Family photo of all

family members duly signed by SHO/local police authorities with

stamp affixed and pasted on the reverse side of the certificate.

Candidate must write the names of members of family below the

photograph with relationship and signature. The certificate should

not be more than six months old.

(f) Character Certificate. Issued by Village Sarpanch. Joint

photos of all family members duly attested by village Sarpanch with

his stamp and pasted on reverse side of character certificate with

their name, age and date of birth. Validity period is six months from

the date of issue.

(g) Un-married certificate. This certificate is from BDO/Village

Sarpanch/Village Administrative officer duly endorsing his office seal

stating that for candidate is below 21 years of age.

(h) Affidavit. Affidavit giving candidate‘s personal details (i.e.

name, father and mother‘s name, place of birth, address of

residence, caste, sub caste, religion and a certificate/statement that

candidate had/have not been a member of any banned/political

organization and has never been custody or jailed and there is no

criminal or judicial case pending against him in any court of law in

India/Abroad and that he has not been ever convicted for any offence

under the law. Executive magistrate /SDM of the concerned Tehsil

with round stamp should sign it.

(j) As per existing policy, a serviceman/Ex Servicemen can avail

sponsorship facility only for one son and one brother. Hence, an

affidavit by sponsor on Rs 20/- Non Judicial Stamp paper in English

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duly signed by SDM/Executive magistrate Cl-1 with his name bearing

rubber stamp and office round stamp must be recorded legibly.

(k) Photo copy of Kindred Roll of Father/Brother or Discharge

book in case of ex servicemen or pension book of Mother in case of

son of Widow.

(l) Fifteen copies of latest passport size coloured photographs

duly attested on reverse side.

(m) Death certificate. Issued by Military Hospital/Register of Birth

and Death in case Father/Brother is deceased.

(n) NCC Certificate. In case of NCC Candidates.

(o) Sports Certificate. From the concerned authorities with

validity period of such certificate being two years. A separate board

of officers will carry out screening and trial of potential players.

(p) Conduct of Aptitude Test for Soldier Tradesmen. Aptitude

Test for Soldier Tradesmen is conducted by the Screening Board.

(q) Issue of Admit Card to Selected Candidates. Admit Cards

will be issued to selected candidates one day before Common

Entrance Examination. Only those candidates who are medical fit will

be allowed to appear in Common Entrance Examination.

(r) Conduct of Common Entrance Exam (CEE). All the

questions will be of objective type and answers will be given on OMR

(Optical Mark Reader) Sheet. The examination period will be of one

hour. Negative marking of 0.50 mark will be awarded for every

wrong answer in case of Soldier (General Duty) and Soldier

(Tradesmen) category only.

89

(s) Evaluation of Work Scripts. A separate board of officers will

evaluate the answer scripts immediately on receipt of Solution Key

from Headquarter Recruiting Zone. After evaluation of work scripts by

evaluation Board of Officers, these will be handed over to de-coding

board for de-coding of work scripts.

(t) De-coding of Answer Scripts & Final Merit List. A board

of officers will carry out the De-coding of Answer Scripts and

preparation of final merit list. Decoding and preparation of Merit list

will be done as per guidelines. Merit list will be prepared amongst the

successful candidates, zone-wise for enrolling them against the

available vacancies. The merit list of soldier Tech is prepared on the

basis of marks obtained on the written examination only, whereas the

merit list of Soldier (General Duty) will be prepared based on the

marks obtained in both physical test and written test. Merit list of

Soldier (Tradesmen) category will be prepared based on the marks

obtained in written test, Aptitude Test, Physical Test and following

percentage of total marks of each category will be considered while

preparing the merit list.

(i) Physical Fitness Test - 30%

(ii) Aptitude Test - 40%

(iii) Written Test - 30%

For Musician category only.

(i) Physical Fitness Test - 25%.

(ii) Aptitude Test - 50%

(iii) Written Test - 25%

(u) For Sportsmen Category only. Sportsmen, who have

represented India at International level and State at National level but

not earned 1st/2nd position, are eligible for relaxation in physical

standards and bonus marks. But those who have represented Dist at

State level and University team or regional team at Dist level will be

eligible for physical relaxation and bonus marks only if they have

90

earned 1st/2nd position. The bonus marks to be awarded at the time

of preparation of final merit list are as under:-

(i) Represented India at International level - 20 Marks

(ii) Represented State at National level - 15 Marks

(iii) Represented District at State level - 10 Marks

(iv) Represented University/Distt - 05 Marks

(v) Final Selection. All candidates holding NCC ‗C‘ certificate

and applying for Soldier (General Duty) and Tradesmen Categories

only are exempted from Common Entrance Exam (CEE) and are

placed on top of the merit list. Utilization of vacancies will be as per

laid down priorities. Once the candidates of Priority-I have qualified

in all tests and obtained minimum marks laid down, they will be

enrolled first, irrespective of their place in overall merit list. If number

of vacancies are less than priority I candidates, then they will be

enrolled as per their order of merit. After Priority-I candidates,

Priority-II candidates will be enrolled & so on. The board proceedings

will be put up to Commandant for his approval. After the approval of

the Commandant, the result will be declared by the Administrative

Officer. Administrative Officer will inform the results to the candidates

and the same will be displayed on the notice board and web site.

Selected candidates will report to the Centre during first week of next

quarter (Oct, Jan, Apr & Jul) for completion of enrolment

documentation. Joining letter will be issued to pass candidates for

enrolment. The candidates are given only 60 days from the date of

issue of call letter. In case individual reports after that, then his

candidature will not be accepted. Maximum of 100 days is permitted

for dispatch of candidates, due to delay in verification of documents.

(w) Despatch Schedule. Consequent to final selection of

candidates, their completion of documents and interview of enrolling

officer, the recruits will be dispatched to Training Battalion for Basic

Military Training as per dispatch schedule

91

4.5 Analysis of Recruitment

The utilization of EME Unit HQ quota vacancies from May12 to Mar 13 is

shown below:-

A large number of vacancies remain unfilled from low response States, at

the same time large number of candidates having qualified through selection

process do not find place in merit due to limitation of vacancies in high response

States. As far as quality is concerned, the candidates in low merit, ie. barely

qualifying the selection process get recruited from low response states whereas on

the other hand, candidates with marks in the range of 60-70% in the common

selection process do not get recruited from high response States for lack of

vacancies. The RMP factor is not applicable to Navy and Air Force.

(a) Stringent PFT Norms. Physical Fitness Test (PFT) is the first stage

of screening wherein elimination due to 1.6 kilometers run is as high as 25

to 30%. The minimum acceptable time standard for 1.6 kms for the Army is

6 minutes 20 seconds as compared to 7 minutes and 8 minutes in the Navy

and Air Force respectively. This standard applies equally to both soldier

(General Duty) and Soldier (Technical).

(b) Physical Standards. The height criteria specified for Army is from

157 to 170 cms depending upon the region. The rejection of candidates on

this account is 10 to 15%. The comparative criterion for Navy and Air Force

is 157 cms and 152.5 cms respectively.

PFT - 1075

Physical Measurement - 786

Documents - 683

Medical - 490

CEE - 364

Selected - 124

Selection % in Recruitment Rally

May 12 - 11%

Jul 12 - 17%

Sep 12 - 10%

Nov 04 - 13%

Jan 13 - 14%

Mar 13 - 14%

--------------------------------------------

Overall - 13.5%

92

(c) Rejection of Intellectual Candidates at PFT Stage. Cumulative

rejection for 1.6 km run and height criteria is in the order of approx 40%.

This affects the recruitment into Soldier (Technical) category where in

candidates having adequate academic level are filtered out before the CEE

stage where their technical caliber is tested. In the Navy and Air Force, this

does not happen as the candidates are first subjected to written tests.

(d) Alternate Job Opportunities. The following factors have lead to

better jobs opportunities outside the Army, thus reducing the base of

personnel seeking Army as a career:-

(i) Urbanisation

(ii) Industrialisation.

(iii) Higher educational avenues including vocational training.

(ii) Development of IT sector.

(iii) Stability of location in other jobs.

(e) Low Response to Army Career. Army is perceived to be a tough

service full of hardships as compared to other avenues. Thus the

candidates seeking recruitment in the Army are of relatively low merit

/college drop outs with a majority from non urban areas. A gap of 1 to 2

years after leaving schools is common feature. This factor has a direct

bearing on the quality of intake. In stark contrast Air Force and to a lesser

degree Navy are perceived as glamorous services where the cut off

percentage for the qualifying exam is of the order of 60% and above.

(f) Non-Projection of EME as Technical Organisation. There is a

total lack of awareness about the technical role/ functioning of the Corps of

EME among the masses.

(g) Tedious Recruitment Procedure. The recruitment process in the

Army is rather tedious and lengthy. The candidates from all over the

country report to 1 & EME Centres. During the recruitment under Unit HQ

quota they have to make their own administrative arrangement for a period

of 20-28 days to cover the entire selection process. This is also associated

with the financial burden which may be more pronounced for large

93

proportion of candidates coming from lower strata of the society. This

coupled with low chances of selection particularly from high response

States discourages the candidates from seeking recruitment.

(h) No Financial Benefit. There is an anomaly of Soldier (Technical)

with higher entry level of 10+2 clubbed with 10th level Soldier(GD)

category in the same Group 'Y' for financial entitlements. The logical

incentive by way of financial benefits on account of higher entry level

qualification is denied to the potential candidates for Soldier (Technical).

This may also be a reason for the candidates opting for other avenues.

(j) Restriction on Open Category Recruitment. The Unit HQ quota

system provides for recruitment of open category candidates, though at a

lower precedence below priority 1 to 4 candidates. It was hither-to-fore

possible to fill in Unit HQ quota vacancies by the Centres particularly from

low response states. However restriction has been imposed by Army HQ86

that such recruitment will not exceed 20% of the allotted vacancies. This

has a direct bearing on the quantity of recruitment.

(k) Outsider Sanction. Provision for filling 3% of vacancies exists for

recruitment of candidates through outsider sanction for which DDG

Recruiting only are empowered. Delegation of these powers has not been

vested with the Centre Commandants.

(l) Selection, Placement & Induction. Army HQ policy gives the

precedence for allotment of Arms and Services to newly enrolled recruits by

Army Recruitment Organisations(AROs). This policy has serious implication

on the quality of recruits being allotted to the Corps of EME. Its‘ implications

are as under:-

(i) Soldier(GD). Merit list for Soldier (GD) prepared at AROs has

two components viz. PFT score - a measure of physical ability and

CEE Part I score- taken as a measure of intellectual capabilities. The

precedence for allotment of Arms/Services to Soldier (GD) is given

as follows:-

86

Army Headquarters, Letter No 62536/Rtg5 (OR) (A), 21 Feb 2003.

94

(aa) Candidates getting higher PFT scores are to be allotted

Arms in a specified order.

(ab) Candidates with higher CEE score are to be allotted

Technical Arms.

(ac) Candidates with lower merit than (i) and (ii) above are

to be allotted Services. AMC and EME however get

preference over the other Services.

(ii) This implies that EME has been placed at third level

precedence as Soldier (GD). A majority of critical technical trades in

the Corps of EME e.g. eligible trades like Automotive Technician

(MV), Electrician (MV), Fitters, Armourers etc fall under the category

of Soldier(GD). This coupled with the fact that 80% of the recruitment

for EME is through AROs, makes this a serious issue for the quality

of intake into the Corps of EME.

(iii) Soldier (Technical). Soldier (Technical) are required to only

qualify in the PFT and the marks obtained in PFT are not counted

towards their merit. The merit list is prepared on the basis of marks

obtained in CEE part I and Part II alone. The precedence for

allotment of Arms and Services to Soldier (Technical) is as follows:-

(aa) Technical Arms

(ab) EME.

Considering the role of technicians for maintaining complex

equipment, the lower precedence as per existing policy is considered

unjustified and has adverse bearing on the quality of intake for the

Corps of EME.

4.6 JCOs and Other Ranks in EME

The Corps of EME has six levels of ranks for Junior commissioned officers

(JCOs), Non commissioned officers (NCOs) and other ranks (OR). The rank

structures are given below for which induction is done at the lowest level which is

sepoy/ craftsman:-

95

(a) Subedar Major

(b) Subedar

(c) Naib Subedar

(d) Havildar

(e) Naik

(f) Sepoy /Craftsman.

The entire manpower of the Corps of EME in the JCOs/OR is sub divided in

60 different trades. Requirement of higher level of skill and expertise has further

grouped them under the two sub groups as given below:-

(a) Eligible Category. Trades which require higher level of expertise

come under this category. Personnel in these categories are permitted

accelerated promotion as technical category through competitive

examination and on successful completion of higher skill level course.

Promotion prospects for the remaining personnel are similar to non-eligible

category, referred to as Artisan category. Some eligible trades are

Automotive Technicians, Telecommunication mechanics, Electricians etc.

(b) Non Eligible Category. The balance trades which do not come

under the preview of eligible category fall under non eligible category.

Some of the non eligible trades are Carpenters and Joiners, Metal smith,

Painters etc.

The authorisation of manpower in trades based on functional requirement is

approved by Army Headquarters. The present authorisation is as follows:-

(a) JCO‟s (All Categories)

(i) Subedar Major - 1.12%

(ii) Subedars - 10%

(iii) Naib Subedars - 10%

(b) JCO & NCOs (Eligible Category)

(i) Havildar Major Technical (HMT) - 35%

(ii) JCO (Technical)) - 65%

(c) Eligible Category

(i) Havildar - 17%

(ii) Naik - 23%

96

(iii) Sepoy/Cfn) incl L/Nk - 50%

(d) NCOs (Non-eligible Category)

(i) Havildar - 12%

(ii) Naik - 23%

(iii) Sepoy/(Cfn) incl Lance/Naik - 60.5%

4.7 Employees Training

The term training refers to the acquisition of knowledge, skills, and

competencies as a result of the teaching of vocational skills and knowledge that

relate to specific competencies. In addition to the basic training required for a trade

there is need to continue training beyond initial qualifications to maintain, upgrade

and update skills throughout one‘s life. We can generally categorize such training

as under:-

(a) On the Job Training. Training takes place in a normal working

situation, using the actual tools, equipment, documents or materials that

trainees will use when fully trained. It is suited for vocational work.

(b) Off the Job Training. Training takes place away from normal work

situations implying that the employee does not count as a directly

productive worker while such training takes place. Off the job training has

the advantage that it allows people to get away from work and concentrate

more thoroughly on the training itself. This type of training has proven more

effective in inculcating concepts and ideas.

4.7.1 Training of JCOs/OR

As per directions of Directorate General of Military Training and Directorate

General of EME87, the training being imparted to the combatant manpower of the

Corps of EME has to deal with a variety of equipment and need constant updating

at successive stages of their career. The training has to be designed so as to

ensure that the right man is always trained for the right job in the Army. The

87

Directorate General of Military Training and Directorate General of EME, Training policy, 2013.

97

training structure is aimed at implementation of the training policies and fulfillment

of organisational requirement. The training overview of the training conducted for

EME tradesmen is as under:-

There are four main types of training being conducted in the Corps of EME:-

(a) Basic Military Training (BMT)

(b) Technical Training

(c) Upgrading Courses

(d) Havildar Major Technical (HMT) Diploma Courses

(e) Promotion Cadres

(f) Miscellaneous Courses.

Figure - 4.1 : Training Overview of EME JCOs/OR

RECRUIT

T

CL I TRG

FULLY SKILLED TECH

BASIC TRG

CL IV TDN

FOUNDATION EST FOR TECH TRAINING

BMT

SOLDIER

CL III TRG

SEMI SKILLED TECH

ASSISTANT

FIVE YRS SERVICE

IN CL-II

CL II

TRAINING

ADEQUATELY SKILLED TECH

INDEP TECH

98

(a) Basic Military Training. A recruit enrolled in the Corps of EME

undergoes a 19 week BMT at one of the Centres namely 1 EME Centre and

3 EME Centre. The aim is to train recruits to make them fully competent to

receive advanced technical training specific to his service. The duration of

BMT is 19 weeks for all recruits except Religious Teachers in whose case it

is six weeks only. There are presently 41 trades trained within the Corps of

EME. The syllabus is same for all recruits of the Indian Army. Trade-wise

details of BMT carried out by EME centres are :-

(i) 1 EME Centre

Figure - 4.2 : BMT at 1 EME Centre

0

5

10

15

20

Te

ch

(C

om

n)

Te

ch

(C

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Te

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(R

dr)

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(A…

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(S

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ech

(B

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MT

House K

eeper

Wa

sh

erm

an

Ste

wa

rd

19 19 19 19 19 19 19 19 19 19 19 19 19 19 19 19 19 19 19 19

Trade

Duration in weeks

99

(ii) 3 EME Centre

Duration in weeks

Figure - 4.3 : BMT at 3 EME Centre

(b) Technical Training. After completion of BMT, the technical

stream recruits undergo training at their respective training

institutions. Non technical recruits, trades such as Clerk are retained

at 3 EME Centre for trade training, while certain trades like House

Keeper, Washer men etc go to the units directly. However trades

such as SKT, Chef after completion of BMT go to institutions like

CMM, Jabalpur and ASC centre, Bangalore respectively for their

trade training. Depending on the trade of the personnel, they then

undergo their upgrading course training at MCEME/ EME School. In

case an individual appears for HMT Entrance Examination and

qualifies in the same, he is detailed to undergo the Diploma Course

conducted at MCEME/EME School. These individuals after serving in

0

5

10

15

20

Opr

& D

vr

(Rec)

Avn T

ech (

I &

P)

Auto

Tech (

B V

eh)

Auto

Ele

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Auto

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Engr

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Arm

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ech (

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Arm

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n T

ech

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rk (

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ist

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19 19 19 19 19 19 19 19 19 19 19 19 19 19 19

6

19

Trades

100

the units for five years are detailed to undergo upgrading course

Class-I. Individuals who do not qualify/ are unwilling to appear for the

HMT Entrance Examination, are detailed to undergo upgrading

course Class-I conducted at MCEME/EME School, but after having

served in the units in the present Class i.e. Class-II for five years.

Class- IV and Class-III & II in tandem technical training has

now been started with effect from 01 Jul 2013 in order to streamline

the course duration of different trades. This restructuring of Technical

Training has been done in which the duration of mechanical and

electronics courses have been kept as same. The details of Class-IV

and III & II in tandem training carried out by 1 EME Centre with

training durations are given at Fig 4.4 and 4.5 respectively.

Figure - 4.4 : Class IV Technical Training at 1 EME Centre

0

5

10

15

20

25

30

35

40

24 24

31 31 31

37

29 29 29 29

24 24 24 24 24

Duration (Weeks)

Trade Trade

101

Figure - 4.5 : Class III & II Tandem Technical Training at 1 EME Centre

The details of Class-IV and III & II in tandem training carried out by 3 EME

Centre with training durations are given at Fig 4.6 .

Figure - 4.6 : Technical Training at 3 EME Centre

(c) Upgrading Courses. Upgrading courses for the JCOs/OR for

the Corps of EME are conducted at MCEME and EME School. The

details of the upgrading courses are as under:-

36

28 28 28

19 19

0

5

10

15

20

25

30

35

40

Auto Tech (BVeh)

Refrig Tech welder ArtznMetallurgy

Dvr (MT) Dvr Spl Veh

Cl-III & II

Duration in weeks

0

5

10

15

20

25

30

35

40

Cl-IV Cl-III & II

Op

r &

Dvr

Rec

(A

Veh

) 2

5

Op

r &

Dvr

Rec

(A

Veh

) 3

5

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to T

ech

(B

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) 2

4

Au

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(B

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6

Au

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(B

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n T

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29

Dtm

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33

Clk

(SD

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6

Clk

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4

Tech

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2

P &

D 2

0

P &

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Art

zn (

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20

Art

zn (

Wo

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23

RT

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vr (

MT)

19

SP S

taff

(ER

) 2

4

102

(i) At MCEME.

Ser

No

Trade Cl-III & II in

tandem

( in weeks)

Class-II

(duration in

weeks)

Class-I

(duration

in weeks)

(i) Auto Tech (A Veh) 35 12 -

(ii) Auto Elect (A Veh) 36 12 -

(iii) Opr&Dvr Rec (A Veh) 35 12 11

(iv) Dvr Spl Veh 4 4 4

(v) Tech (GCE) 51 12 -

(vi) Tech (Comn) 52 12 -

(vii) Tech (Cmptr) 45 12 -

(viii) Tech (Rdr) 49 12 -

(ix) Avn Tech (AF/AE ) 52

Done at

unit level

(xi) Avn Tech (Elect) 50

(xii) Avn Tech (Avionics) 50

(xiii) Avn Tech (I & P) 52 (19 wks at EME School)

(xiv) Tech Avn (Armt) 50 (19 wks at EME School)

(ii) At EME School.

Ser

No

Trade Class-III & II

in tandem

( in weeks)

Class-II

(duration in

weeks)

Class-I

(duration in

weeks)

(i) Auto Elect (B Veh) - 12 -

(ii) Tech (C Veh) 20 12 -

(iii) Tech Armt (Fd) 32 12 15

(iv) Tech Armt (AFV/AD) 32 12 15

(v) Tech Opto (Elect) 48 17 15

(vi) Tech (SA) 29 12 -

(vii) Avn Tech (I & P) 21 - -

(viii) Tech Avn (Armt) 21 - -

(ix) Auto Tech (B Veh) - 12 -

103

(d) HMT Diploma Courses. This is applicable to eligible

category only. A tradesman is detailed on this course after passing

an entrance exam, for which he should have service of eight years

and minimum qualification of Grade-II. The course duration is

usually 52 weeks. HMT course is considered equivalent to a

Diploma Engineering. The JCOs/OR who get selected based on an

all India Entrance Examination conducted, undergo a Diploma course

of following duration at MCEME/EME School:-

(i) MCEME

Ser

No

Trade Duration in Weeks

(i) Auto Tech (A Veh) 48

(ii) Auto Elect (A Veh) 58

(iii) Tech (GCE) 64

(iv) Tech (Comn) 64

(v) Tech (Rdr) 64

(vi) Avn Tech (AF) 20

(vii) Avn Tech (AE) 20

(viii) Avn Tech (Elect) 20

(ix) Avn Tech (Armt) 20

(x) Avn Tech (Avionics) 20

(xi) Avn Tech (I & P) 20

(xii) Tech (Cmptr) 64

(ii) EME School

Ser

No

Trade Duration in Weeks

(i) Auto Tech (B Veh) 52

(ii) Auto Elect (B Veh) 52

(iii) Auto Tech (EngrEqpt) 52

(iv) Armt Tech (Fd) 52

(v) Armt Tech (AFV/AD) 52

(vi) Tech Opto (Elect) 52

(vii) Tech (SA) 52

104

. (e) Promotion Cadres Courses. They are conducted at both

the Centres and are common to all trades. These are as follows:-

(i) Naik to Havildar (NH) Course) - 08 Weeks duration

(ii) Havildar to Naib Subedar (HNS) Course – 15 Weeks

(f) Miscellaneous Courses. These are need based courses

which include:-

(i) Equipment Capsule Courses

(ii) Technical Supervisor Courses - 07 Weeks duration

(iii) Adhoc Courses.

(iv) Refresher Diploma Course – 4-7 weeks.

4.7.2 Analysis of JCOs/OR Training

Technical standards of tradesmen in the Corps are laid down in

Qualification Regulations88 as amended by various Army Instructions. Job analysis

is one of the factors that form the basis for training to be imparted to JCOs/OR.

This has been revised in 2009-10. As per this, the various categories of JCOs/OR

at the end of their training must know the following:-

(a) Class-III Tradesmen. A Class-III tradesmen should:-

(i) Be able to carry out repairs under supervision.

(ii) Broadly understand various sub system of equipment

pertaining to his trade.

(iii) Have knowledge of commonly used special tools.

(Iv) Basic knowledge of workshop practices.

(b) Class-II Tradesmen

(i) Be able to carry out all field repairs.

(ii) Inspection as per field inspection standards.

(iii) Be conversant with a special tools and test equipment.

(iv) Maintenance procedures and documentations.

88

Army Headquarters, Qualification Regulations for Soldiers, 1958.

105

(c) Class-I Tradesmen . He should be able to acquire :-

(i) Full knowledge of repairs and maintenance of equipment

pertaining to his trade.

(ii) In depth knowledge of inspection and policies.

(iii) Ability to work independently.

(d) Job Specification : JCOs/HMT. The jobs specifications are:-

(i) Should have full knowledge of all aspect of repair and

recovery, maintenance and inspection of equipment of his trade.

(ii) Be able to understand and undertake repair of newly

introduced/low population equipment.

(iii) Be able to organise and conduct training classes.

(iv) Effectively supervise and develop subordinates.

(v) Carry out defect investigation and be associated with user/

maintainability trials of equipment.

(vi) Understand maintenance support requirements.

(e) Job Specification- JCOs. He should:-

(i) Provide supervision and guidance of technical activities.

(ii) Responsible for technical administration of his section.

Analysis of Training of JCOs/OR in EME

The aim of training the EME tradesmen is to make them competent enough

so that they are able to provide effective engineering support and meet the

requirement of the field Army. Considering the aim and the ever changing

scenario, our training is structured and progressive in nature. Upgrading courses

are conducted at various intervals to enhance the tech efficiency. It is felt that in

some cases the training is repetitive in nature and as such there is a requirement

of reviewing the same in a holistic manner to have right balance for theory and

practical contents for the courses. There is also a need to clearly lay down the

‗must know‘, ‗should know‘ and ‗could know‘ for each trade in the overall training

106

programme. With these issues in mind, a complete analysis of all the trades being

trained at MCEME was carried out and the following questions were posed:-

(a) Does the present training meet the objectives ie. the present and

future requirement of the field Army?

(b) What should be the broad philosophy for training of JCOs/OR -

Overall and for each trade?

(c) How to make training progressive?

(d) How much of the training is repetitive?

(e) How to evolve a fair mix of theory and practical at each level?

(f) Lay down, ‗must know‘, ‗should know‘ and ‗could know‘.

Based on the discussions, the deductions from the above mentioned

analysis are as under:-

(a) Stress on high end theoretical training is not commensurate to the

level of the some individuals.

(b) There is a definite need for skill enhancement with more emphasis

on practicals.

(c) Repetition existing in some syllabi.

(d) Methodology of progressive coverage of equipment during various

levels needs to be clearly laid down.

(e) Certain syllabi not in sync with the prevailing field army requirements,

Permissive Repair Schedule (PRS) and echelons of repair.

(f) Adhoc periodic cuts in durations catered for piecemeal modifications

in course syllabi.

Based on the above analysis, review of syllabi of all the courses was done

and the same has been completed recently. The broad philosophy is as under:-

(a) Gradual enhancement of skill level at various stages of training being

imparted to an individual.

107

(b) Clear definition of intake level of an individual and a realistic terminal

objective at each stage of training, commensurate to the uptake level of the

individual.

(c) The intake at successive stage to be in sync with the previous

terminal objective and experience gained in field.

(d) Training should be in synergy with our repair philosophy and PRS.

(e) Class-III syllabus be made in consonance with the terminal behaviour

to ensure continuity and relevance in training.

4.7.3 Training of Civilians of the Corps of EME

The Corps of EME has a work force of approx 14,000 civilians which works

in association with combatant work force at various EME echelons for providing

repair cover to the equipment of the Army. There is a well established procedure

for recruitment, promotion and welfare activities for this work force. However, a

systemised procedure for training of these personal has not been established.

There is no policy in vogue to provide planned training to these personnel which is

necessary due to increased advancement in equipment technology. Therefore, it is

felt that regular training is planned to enhance the technical capability of the

workers for their gainful employment as under:-

(a) Skilled Tradesmen. It is recommended that these individuals be

detailed to undergo three months discipline based equipment course at

EME School during probationary period only and in case the personnel do

not undergo this course, their probationary period should be extended. This

course should be made mandatory for promotion to Highly Skilled trade.

(b) Supervisors. It is proposed to detail this category of personnel for

supervisor course of six weeks duration at MCEME/Advanced training

institutes. In addition, it is recommended that these personnel be detailed to

undergo elementary computer course of four weeks under the unit

arrangement. These courses should be made mandatory for their promotion

to Assistant Foreman.

108

(c) Civilian Officers (Technical & Others). There are 122

Civilian Technical Officers (mostly recruited through UPSC) and other

officers like Professors, Establishment & Accounts Officers, Labour Welfare

Commissioners, Medical Officers, Security Officers and Private Secretaries.

The Civilian Technical Officers undergo training courses like YTO, Advance

equipment courses, WCC, SO etc at par with their service counterparts.

4.7.4 EME Training Advisory Committee (ETAC)

The training of JCOS/OR in the Corps is mostly centrally controlled and

responsive to the needs of the Corps. The Corps of EME has a well established

system of formulating, implementing, monitoring and controlling its training policy

through EME Training Advisory Committee (ETAC). This is an apex body, formed

in 1988 with a view to synergize training institutions of the Corps. ETAC consists

of DGEME as its chairman and members include ADG (A), ADG(B), ADG(C),

Commandants of MCEME, EME School, 1&3 EME Centres and Director EME

(Training). As Commandant 1 EME Centre, the researcher was part of ETAC. This

committee meets once in a year and takes stock of the training requirements.

4.7.5 New Initiatives in Training

Training dynamically keeps on constantly modifying to cater for the needs of

the environment. In the recent years, some new initiatives have been taken to

order to make training more responsive and effectively meeting of the field army

requirements. The important initiatives are as under:-

(a) System Approach to Training (SAT). Under this, starting from the

analysis of training requirements to formulation of training programmes,

their delivery, feedback and review are done constantly in a cyclic process.

(b) Responsive or Just in Time (JIT) Training. This caters for

meeting the immediate requirements of training on the equipment and

weapon systems, which the trainees are going to handle once posted to

field units after training. Under this, EME (Records) issues postings of

JCOs/OR two to three months in advance. The JCOs/OR are then trained

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on the specific equipment profile of their unit responsibilities. Alternatively,

short duration courses on specific equipments are arranged by the mother

faculties to hone their skills at short notice.

(c) Attitudinal Training. Mostly it is not the technical incompetency

but attitudinal failure which is the prime source of all problems. Hence,

efforts have been initiated to make attitudinal training a part of the technical

syllabi. Under this, with the help of professionals, requisite training is

imparted to key personnel who come in direct contact of the users

(customers). How to deal with them, looking after their genuine

requirements, providing single window service, instituting a feedback

system and providing in-situ repairs in case of premature failures. All these

are done with a single motto of ‗Service with Smile‟.

(d) Customer Delight. To achieve customer delight is one step ahead

of customer focus or customer orientation. Customers today are regarded

as Kings and Queens. Hence, the Corps of EME being a service

organisation, efforts have been initiated to train the service providers to re-

orient our focus accordingly.

(e) Academia- Industry Collaboration. In order to tap the potential

of IITs and IIMs, two forums such as Army Technology Boards (ATBs) and

Army Management Study Boards (AMSBs) have been constituted. Under

this, various army project studies are undertaken with their collaboration.

Similarly, MoUs are signed with defence Public sector Undertakings and

leading industries for design and development of simulators/other projects.

CONCLUSION

22. The illiterates of 21st century are not those who cannot read or write but

those who cannot quickly learn, unlearn and relearn. Firmly believing in this motto,

the Army and the EME keep evolving and refining their training methodology and

delivery systems so as to meet the future challenges more efficiently and

effectively.